Hector Rodriguez

The use of CPK can be commonly found in manufacturing to drive consistent quality and precision in product manufacturing. Cpk is a statistical tool used to measure the capability of a manufacturing process to produce items within specified limits. It compares the process variability and the specification limits to determine how well your process can produce products that meet quality standards. Essentially, it tells you how consistent and reliable your manufacturing process is. - #smartmanufacturing #growthmindset #ivtechmy #ivtechcommunity

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The Analisys capacity depends of Your data management to shows the process behavior

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Can Cpk be less than Zero? In order to educate my participants better, I always ask a teasing question: Can Cpk be less than zero? Can it have a negative value? As almost all of them come from automotive background, they say an emphatic “no”. I agree with them. In automotive parts manufacturing, it is rare to have a Cpk less than zero. (processes like painting, coating, heat treatment etc may have a chance of zero capability or less than that) However, in service industries, like banking (loan application processing), toll plaza (vehicle pass time), hotels (guest check-in time) etc the Cpk values can be far below zero. Well, who said that the statistics were limited to automotives only? Pl refer the slides.  

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Mastering Quality with CPK in Manufacturing! 🚀 Consistency is key in manufacturing, and that’s where CPK (Process Capability Index) comes in! Here’s why CPK is a game-changer for boosting efficiency and quality: 1️⃣ CPK maintains Quality Assurance 2️⃣ CPK drives Cost Efficiency 3️⃣ CPK drives Customer Satisfaction Achieve excellence in manufacturing by tracking and optimizing CPK. Stay ahead of the competition by ensuring every product is on target, every time!  - #smartmanufacturing #growthmindset #ivtechmy #ivtechcommunity

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How to Generate an Equitable Salary Program ⚖️💲 Creating an equitable salary program is crucial for fostering employee commitment and stability within an organization. A well-designed salary tabulator establishes the maximum and minimum levels of economic remuneration for job positions, providing flexibility while adhering to the minimum wage laws set by Mexican Government authorities.➕💲➖ ⚜️Key Factors Influencing Salary Determination Internal (Organizational) Factors These factors arise from situations and circumstances specific to the organization: ✔️Type of organization profiles ✔️Organization salary policy ✔️Financial capacity and general organization performance ✔️Competitiveness focused on the organization External (Environmental) Factors These factors are influenced by government or union policies and broader economic conditions: ✔️Labor market conditions ✔️Country economic conditions ✔️Unions and collective bargaining ✔️Labor legislation ✔️Customer market conditions ✔️Market competition Essential Elements for an Equitable Salary Tabulator ⚜️Living Standards: Current living standards set the "subsistence salary" (e.g., Mexican salario mínimo), delineating minimum salary levels. ⚜️Regional Labor Offer: When labor supply is insufficient, employers compete for talent, driving salary trends upward. ⚜️Productivity: Salaries tend to increase with productivity, largely dependent on human capital and technological access. ⚜️Mathematical Adequacy: Achieving a normalized salary curve through formulas that ensure an equitable arithmetic progression, linking the lowest salary with the highest in the organization. ⚜️Internal and External Balance: Considering employee satisfaction measured by work environment surveys and external competitiveness when assigning salaries. ⚜️Structured Job Evaluation: Linking the salary tabulator with a structured job evaluation process provides clarity, objectivity, and confidence to all organizational elements. An equitable salary program considers various internal and external factors, ensuring that salaries are set objectively and fairly. This approach not only meets regulatory requirements but also enhances employee engagement and retention. I am Alberto Cordero, and I guarantee to develop a correct and equitable salary program for your company. Contact me at [email protected] or +528182588891. #salary #equity #stability #engagement #developmentplan

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Sufficient Free Cash flow is the key in the mobility transition period to become market leader. Below are key insights how WIP inventory impacts business goals

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**Key Performance Indicators (KPIs)** and **Key Result Areas (KRAs)** are critical concepts in performance management and organizational strategy. Here's a detailed look at each: ### Key Performance Indicators (KPIs) **KPIs** are measurable values that demonstrate how effectively an organization is achieving its key business objectives. They help organizations understand whether they are on track to meet their goals. **Characteristics of KPIs:** 1. **Specific**: Clearly defined and focused. 2. **Measurable**: Quantifiable metrics that can be tracked. 3. **Achievable**: Realistic and attainable targets. 4. **Relevant**: Aligned with the organization's strategic objectives. 5. **Time-bound**: Defined time frame for achieving the targets. **Examples of KPIs:** - **Sales Growth**: Percentage increase in sales over a period. - **Customer Satisfaction**: Measured through surveys and feedback. - **Employee Turnover Rate**: Percentage of employees leaving the organization. - **Net Profit Margin**: Percentage of revenue remaining after all expenses. ### Key Result Areas (KRAs) **KRAs** refer to the specific areas where an individual or team is expected to achieve results. They define the scope of responsibilities and set the direction for performance measurement. **Characteristics of KRAs:** 1. **Clear Objectives**: Specific tasks and responsibilities. 2. **Aligned with Goals**: Directly contribute to the organization's overall objectives. 3. **Result-Oriented**: Focus on the outcomes rather than the activities. 4. **Measurable**: Performance in KRAs can be evaluated and quantified. **Examples of KRAs:** - **Sales Manager**: Achieving sales targets, expanding market reach, and maintaining customer relationships. - **HR Manager**: Recruitment, employee development, and retention strategies. - **Production Supervisor**: Ensuring efficient production processes, maintaining quality standards, and reducing downtime. - **Marketing Executive**: Developing marketing campaigns, increasing brand awareness, and driving customer engagement. ### Relationship Between KPIs and KRAs - **KPIs** are used to measure the performance within **KRAs**. - **KRAs** define what needs to be done, and **KPIs** measure how well those tasks are performed. - Together, they provide a comprehensive framework for setting expectations, monitoring progress, and achieving strategic objectives. In summary, KRAs outline the focus areas for performance, and KPIs provide the metrics to evaluate success within those areas. This combination helps organizations and individuals stay aligned with their goals and continuously improve their performance.

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